2009 Main data report for:

ORR

Returns: 277 Response rate: 87%

Your Engagement Index

Employee Engagement Index: 51%

Difference from Civil Service 2009\*: -7 Difference from High Performance benchmark\*: -12

- See Appendix 2 for definition/description

The three elements of engagement and their component questions are:

| Say: speaks positively of the organisation... | % Positive | |---------------------------------------------|------------| | J50. I am proud when I tell others I am part of ORR | 36% | | J51. I would recommend ORR as a great place to work | 41% |

| Stay: emotionally attached and committed to the organisation... | % Positive | |---------------------------------------------------------------|------------| | J52. I feel a strong personal attachment to ORR | 30% |

| Strive: motivated to do the best for the organisation... | % Positive | |--------------------------------------------------------|------------| | J53. ORR inspires me to do the best in my job | 33% | | J54. ORR motivates me to help it achieve its objectives | 33% |

Key Drivers of Engagement

The chart below shows the themes which drive engagement in ORR in order of importance. The top three drivers are the most important and should be the focus for action. Please see Appendix 2 for more details.

| Impact on engagement | |----------------------| | B: Leadership and managing change | 53% | | H: Learning and development | 25% | | C: My work | 21% | | F: Pay and benefits | 11% | Using this report

This report details the survey results for ORR and is designed to help you clearly identify your strengths and opportunities for improvement. This survey is part of the 2009 Civil Service People Survey, a coordinated approach across the Civil Service to measure employee engagement and its drivers.

Note your engagement index and how it compares to benchmarks

Focus on the key drivers of engagement

See how your key driver results compare to others

Consider the results of all questions

Discuss results and take action

Theme results

The table below presents the summary results for the engagement driver themes. The key drivers are highlighted and shown in order of their impact on engagement, the other engagement driver themes are shown in questionnaire order.

| Theme score (% positive) | Difference from Civil Service 2009 | Your position out of 96 organisations | |--------------------------|-----------------------------------|-------------------------------------| | B: Leadership and managing change | Key theme: top 3 | 34% | -4 | 59 | | H: Learning and development | Key theme: top 3 | 45% | -5 | 67 | | C: My work | Key theme: top 3 | 77% | +3 | 29 | | F: Pay and benefits | Key theme | 56% | +19 | 6 | | A: Line management | | 67% | +3 | 29 | | D: Resources and workload | | 70% | -2 | 63 | | E: Organisational objectives and purpose | | 72% | -9 | 75 | | G: My team | | 79% | +3 | 32 | | I: Inclusion and fair treatment | | 69% | -5 | 71 |

### Top three key driver themes in more detail

Themes are presented in order of impact on engagement, where the theme with the largest impact is listed first.

| Theme | % Positive | Difference from Civil Service 2009 | |----------------------------------------------------------------------|------------|-----------------------------------| | B17. When changes are made in ORR they are usually for the better | 27% | +1 | | B12. Directors and deputies in ORR are sufficiently visible | 45% | 0 | | B19. I have the opportunity to contribute my views before decisions are made that affect me | 34% | 0 | | B14. I believe the board has a clear vision for the future of ORR | 37% | 0 | | B15. Overall, I have confidence in the decisions made by ORR's directors and deputies | 35% | 0 | | B16. I feel that change is managed well in ORR | 22% | -5 | | B11. I feel ORR as a whole is managed well | 34% | -7 | | B13. I believe the actions of directors and deputies are consistent with ORR's values | 30% | -9 | | B18. ORR keeps me informed about matters that affect me | 46% | -9 | | B20. I think it is safe to challenge the way things are done in ORR | 29% | -11 | | H43. Learning and development activities I have completed in the past 12 months have helped to improve my performance | 52% | 0 | | H42. I am able to access the right learning and development opportunities when I need to | 61% | -1 | | H45. Learning and development activities I have completed while working for ORR are helping me to develop my career | 37% | -7 | | H44. There are opportunities for me to develop my career in ORR | 30% | -9 | | C25. I have a choice in deciding how I do my work | 84% | +12 | | C23. My work gives me a sense of personal accomplishment | 79% | +5 | | C22. I am sufficiently challenged by my work | 79% | +3 | | C21. I am interested in my work | 91% | +1 | | C24. I feel involved in decisions that affect my work | 53% | -3 | All questions by theme

This section gives the breakdown of results for all questions in the survey by theme. Where applicable, comparisons to benchmarks are included. Please see Appendix 2 for more details.

Please note that the key themes driving employee engagement are flagged throughout this section and the engagement questions for Say, Stay and Strive can be located on page 10.

| A: Line management | % Strongly agree | % Agree | % Neither | % Disagree | % Strongly disagree | % Positive | Diff. from Civil Service 2009 | Diff. from High Performance Benchmark | |--------------------|------------------|---------|-----------|------------|---------------------|------------|-------------------------------|--------------------------------------| | A01. My manager motivates me to be more effective in my job | 19 | 48 | 22 | 6 | 5 | 67 | +6 | +1 | | A02. My manager is considerate of my life outside work | 39 | 41 | 13 | 5 | 80 | +3 | -1 | | A03. My manager is open to my ideas | 33 | 53 | 9 | 86 | +8 | +4 | | A04. My manager helps me to understand how I contribute to ORR's objectives | 15 | 44 | 30 | 9 | 60 | +1 | -3 | | A05. Overall, I have confidence in the decisions made by my manager | 22 | 55 | 15 | 4 | 77 | +7 | +2 | | A06. My manager recognises when I have done my job well | 25 | 55 | 14 | 5 | 80 | +4 | +1 | | A07. I receive regular feedback on my performance | 16 | 48 | 20 | 13 | 64 | +4 | 0 | | A08. The feedback I receive helps me to improve my performance | 12 | 44 | 32 | 9 | 56 | -1 | -5 | | A09. I think that my performance is evaluated fairly | 16 | 50 | 24 | 7 | 65 | +3 | -1 | | A10. Poor performance is dealt with effectively in my team | 5 | 26 | 52 | 13 | 31 | -7 | -11 |

### B: Leadership and managing change (Key theme: top 3)

| Question | % Strongly agree | % Agree | % Neither | % Disagree | % Strongly disagree | % Positive | Diff. from Civil Service 2009 | Diff. from High Performance Benchmark | |--------------------------------------------------------------------------|------------------|---------|-----------|------------|---------------------|------------|-------------------------------|--------------------------------------| | B11. I feel ORR as a whole is managed well | 31 | 27 | 20 | 19 | | 34 | -7 | -20 | | B12. Directors and deputies in ORR are sufficiently visible | 5 | 40 | 27 | 17 | 10 | 45 | 0 | -13 | | B13. I believe the actions of directors and deputies are consistent with ORR's values | 5 | 25 | 40 | 17 | 13 | 30 | -9 | -20 | | B14. I believe the board has a clear vision for the future of ORR | 4 | 32 | 40 | 15 | 9 | 37 | 0 | -13 | | B15. Overall, I have confidence in the decisions made by ORR's directors and deputies | 7 | 29 | 31 | 20 | 14 | 35 | 0 | -17 | | B16. I feel that change is managed well in ORR | 21 | 21 | 27 | 30 | | 22 | -5 | -15 | | B17. When changes are made in ORR they are usually for the better | 24 | 32 | 24 | 18 | | 27 | +1 | -10 | | B18. ORR keeps me informed about matters that affect me | 7 | 39 | 32 | 14 | 8 | 46 | -9 | -18 | | B19. I have the opportunity to contribute my views before decisions are made that affect me | 5 | 30 | 30 | 20 | 15 | 34 | 0 | -6 | | B20. I think it is safe to challenge the way things are done in ORR | 5 | 24 | 27 | 27 | 17 | 29 | -11 | -18 |

## All questions by theme

### C: My work (Key theme: top 3)

| Question | % Strongly agree | % Agree | % Neither | % Disagree | % Strongly disagree | % Positive | Diff. from Civil Service 2009 | Diff. from High Performance Benchmark | |--------------------------------------------------------------------------|------------------|---------|-----------|------------|---------------------|------------|-------------------------------|---------------------------------------| | C21. I am interested in my work | 48 | 44 | 5 | | | 91 | +1 | -2 | | C22. I am sufficiently challenged by my work | 35 | 44 | 10 | 7 | | 79 | +3 | 0 | | C23. My work gives me a sense of personal accomplishment | 28 | 51 | 11 | 7 | | 79 | +5 | +1 | | C24. I feel involved in decisions that affect my work | 14 | 39 | 25 | 18 | 4 | 53 | -3 | -10 | | C25. I have a choice in deciding how I do my work | 23 | 61 | 11 | 5 | | 84 | +12 | +5 |

## All questions by theme

### D: Resources and workload

| Question | % Strongly agree | % Agree | % Neither | % Disagree | % Strongly disagree | % Positive | Diff. from Civil Service 2009 | Diff. from High Performance Benchmark | |--------------------------------------------------------------------------|------------------|---------|-----------|------------|---------------------|------------|-------------------------------|--------------------------------------| | D26. In my job, I am clear what is expected of me | 19 | 57 | 11 | 11 | | 76 | -5 | -8 | | D27. I get the information I need to do my job well | 9 | 46 | 25 | 14 | 5 | 56 | -8 | -12 | | D28. I have clear work objectives | 13 | 59 | 16 | 8 | | 72 | 0 | -5 | | D29. I have the skills I need to do my job effectively | 24 | 62 | 9 | 4 | | 86 | -1 | -3 | | D30. I have the tools I need to do my job effectively | 7 | 59 | 17 | 13 | | 66 | -6 | -10 | | D31. I have an acceptable workload | 8 | 57 | 19 | 13 | | 65 | +5 | 0 | | D32. I achieve a good balance between my work life and my private life | 12 | 58 | 20 | 9 | | 70 | +2 | -3 |

### E: Organisational objectives and purpose

| Question | % Strongly agree | % Agree | % Neither | % Disagree | % Strongly disagree | % Positive | Diff. from Civil Service 2009 | Diff. from High Performance Benchmark | |--------------------------------------------------------------------------|------------------|---------|-----------|------------|---------------------|------------|-------------------------------|--------------------------------------| | E33. I have a clear understanding of ORR's purpose | 20 | 55 | 13 | 10 | | 75 | -10 | -15 | | E34. I have a clear understanding of ORR's objectives | 16 | 52 | 20 | 8 | 4 | 68 | -10 | -16 | | E35. I understand how my work contributes to ORR's objectives | 21 | 53 | 17 | 5 | 4 | 74 | -8 | -12 |

## All questions by theme

### F: Pay and benefits (Key theme)

| Question | % Strongly agree | % Agree | % Neither | % Disagree | % Strongly disagree | % Positive | Diff. from Civil Service 2009 | Diff. from High Performance Benchmark | |--------------------------------------------------------------------------|------------------|---------|-----------|------------|---------------------|------------|-------------------------------|--------------------------------------| | F36. I feel that my pay adequately reflects my performance | 8 | 48 | 25 | 14 | 5 | 56 | +20 | +10 | | F37. I am satisfied with the total benefits package | 12 | 47 | 24 | 13 | 4 | 60 | +16 | +9 | | F38. Compared to people doing a similar job in other organisations I feel my pay is reasonable | 13 | 39 | 27 | 14 | 7 | 52 | +19 | +12 |

### G: My team

| Question | % Strongly agree | % Agree | % Neither | % Disagree | % Strongly disagree | % Positive | Diff. from Civil Service 2009 | Diff. from High Performance Benchmark | |--------------------------------------------------------------------------|------------------|---------|-----------|------------|---------------------|------------|-------------------------------|--------------------------------------| | G39. The people in my team can be relied upon to help when things get difficult in my job | 29 | 55 | 12 | 12 | | 84 | +2 | -1 | | G40. The people in my team work together to find ways to improve the service we provide | 25 | 54 | 15 | 5 | | 79 | +1 | -3 | | G41. The people in my team are encouraged to come up with new and better ways of doing things | 21 | 54 | 18 | 6 | | 75 | +7 | 0 |

## All questions by theme

### H: Learning and development (Key theme: top 3)

| Question | % Strongly agree | % Agree | % Neither | % Disagree | % Strongly disagree | % Positive | Diff. from Civil Service 2009 | Diff. from High Performance Benchmark | |--------------------------------------------------------------------------|------------------|---------|-----------|------------|---------------------|------------|-------------------------------|--------------------------------------| | H42. I am able to access the right learning and development opportunities when I need to | 14 | 48 | 17 | 17 | 5 | 61 | -1 | -8 | | H43. Learning and development activities I have completed in the past 12 months have helped to improve my performance | 9 | 43 | 36 | 9 | 4 | 52 | 0 | -6 | | H44. There are opportunities for me to develop my career in ORR | 6 | 24 | 33 | 22 | 14 | 30 | -9 | -17 | | H45. Learning and development activities I have completed while working for ORR are helping me to develop my career | 7 | 30 | 43 | 12 | 8 | 37 | -7 | -14 |

### I: Inclusion and fair treatment

| Question | % Strongly agree | % Agree | % Neither | % Disagree | % Strongly disagree | % Positive | Diff. from Civil Service 2009 | Diff. from High Performance Benchmark | |--------------------------------------------------------------------------|------------------|---------|-----------|------------|---------------------|------------|-------------------------------|--------------------------------------| | I46. I am treated fairly at work | 19 | 55 | 17 | 6 | | 74 | -5 | -9 | | I47. I am treated with respect by the people I work with | 26 | 59 | 11 | | | 85 | 0 | -3 | | I48. I feel valued for the work I do | 16 | 48 | 19 | 11 | 5 | 65 | +2 | -4 | | I49. I think that ORR respects individual differences (e.g. cultures, working styles, backgrounds, ideas etc) | 16 | 36 | 24 | 11 | 12 | 53 | -18 | -24 |

## All questions by theme

### J: Engagement

| Say | J50. I am proud when I tell others I am part of ORR | 4 | 32 | 45 | 15 | 4 | 36 | -19 | -30 | |-----|---------------------------------------------------|----|----|----|----|----|-----|------|------| | Say | J51. I would recommend ORR as a great place to work | 8 | 33 | 34 | 22 | 4 | 41 | -8 | -17 | | Stay| J52. I feel a strong personal attachment to ORR | 6 | 24 | 35 | 25 | 9 | 30 | -16 | -24 | | Strive| J53. ORR inspires me to do the best in my job | 6 | 27 | 37 | 20 | 9 | 33 | -7 | -17 | | Strive| J54. ORR motivates me to help it achieve its objectives | 4 | 28 | 36 | 21 | 11 | 33 | -6 | -15 |

### K: Taking action

| K55. I believe that directors and deputies in ORR will take action on the results from this survey | 7 | 26 | 31 | 21 | 15 | 33 | -4 | -16 | | K56. I believe that managers where I work will take action on the results from this survey | 7 | 43 | 35 | 10 | 5 | 50 | +6 | -4 |

### All questions by theme

#### L: Discrimination, harassment and bullying

**L01. During the past 12 months, have you personally experienced discrimination at work?**

| % Yes | % No | % Prefer not to say | |-------|------|---------------------| | 13 | 80 | 8 |

For respondents who selected 'Yes' to question L01.

**L02. On which of the following grounds have you personally experienced discrimination in the past 12 months? (multiple selection)**

| Ground | Response count | |---------------------------------------------|----------------| | Age | - | | Disability | - | | Ethnic background | - | | Gender | - | | Gender reassignment or perceived gender | 0 | | Religion or belief | - | | Sexual orientation | 0 | | Any other grounds | 27 |

*Please note: where responses are replaced with '*', this is to protect respondent(s) anonymity.\*

**L03. During the past 12 months, have you personally experienced bullying or harassment at work?**

| % Yes | % No | % Prefer not to say | |-------|------|---------------------| | 9 | 85 | 6 |

For respondents who selected 'Yes' to question L03.

**L04. Who were you bullied or harassed by at work in the past 12 months? (multiple selection)**

| Person | Response count | |---------------------------------------------|----------------| | A colleague | 5 | | Your manager | 6 | | Another manager in your part of ORR | 6 | | Someone you manage | - | | Someone who works for another part of ORR | 9 | | A member of the public | 0 | | Someone else | - | | Prefer not to say | 6 |

*Please note: where responses are replaced with '*', this is to protect respondent(s) anonymity.\*

## All questions by theme

### M: Data Security

**M05.** I know where to go to find out about how to handle personal and sensitive information

| % Strongly agree | % Agree | % Neither | % Disagree | % Strongly disagree | % Positive | |------------------|---------|-----------|------------|---------------------|------------| | 19 | 70 | 9 | | | 88% |

Difference from Civil Service 2009: +7

**M06.** In the past 12 months, have you received training on handling data and procedures to protect personal and sensitive information?

| % Yes | % No | |-------|------| | 92 | 8 |

Difference from Civil Service 2009: +5

### N: The Civil Service Code

Differences from Civil Service 2009 are shown. Differences are based on % Yes’ score.

**N07.** Are you aware of the Civil Service Code?

| % Yes | % No | |-------|------| | 84 | 16 |

Difference from Civil Service 2009: +9

**N08.** Are you aware of how to raise a concern under the Civil Service Code?

| % Yes | % No | |-------|------| | 47 | 53 |

Difference from Civil Service 2009: +2

**N09.** Are you confident that if you raised a concern under the Civil Service Code in ORR it would be investigated properly?

| % Yes | % No | |-------|------| | 56 | 44 |

Difference from Civil Service 2009: -2

### O: Your plans for the future

**O10.** Which of the following statements most reflects your current thoughts about working for ORR?

Differences from Civil Service 2009 are shown.

- I want to leave ORR as soon as possible: 10% (Civil Service 2009: 7%)
- I want to leave ORR within the next 12 months: 15% (Civil Service 2009: 11%)
- I want to stay working for ORR for at least the next year: 36% (Civil Service 2009: 27%)
- I want to stay working for ORR for at least the next three years: 39% (Civil Service 2009: 56%) Comparison against other organisations

This section shows how ORR compares to other organisations participating in the 2009 Civil Service People Survey for all questions from sections A to K of the survey. Questions are in order of most positive to least positive comparison against the Civil Service 2009 benchmark.

| Questions | ORR 2009 % Positive | Civil Service 2009 % Positive | Difference from Civil Service 2009 | Your position out of 96 orgs | |---------------------------------------------------------------------------|----------------------|-------------------------------|-----------------------------------|-----------------------------| | F36 I feel that my pay adequately reflects my performance | 56 | 36 | +20 | 9 | | F38 Compared to people doing a similar job in other organisations I feel my pay is reasonable | 52 | 33 | +19 | 4 | | F37 I am satisfied with the total benefits package | 60 | 44 | +16 | 9 | | C25 I have a choice in deciding how I do my work | 84 | 72 | +12 | 8 | | A03 My manager is open to my ideas | 86 | 78 | +8 | 5 | | A05 Overall, I have confidence in the decisions made by my manager | 77 | 70 | +7 | 14 | | G41 The people in my team are encouraged to come up with new and better ways of doing things | 75 | 68 | +7 | 25 | | A01 My manager motivates me to be more effective in my job | 67 | 61 | +6 | 20 | | K56 I believe that managers where I work will take action on the results from this survey | 50 | 45 | +6 | 38 | | C23 My work gives me a sense of personal accomplishment | 79 | 74 | +5 | 21 | | D31 I have an acceptable workload | 65 | 60 | +5 | 25 | | A07 I receive regular feedback on my performance | 64 | 60 | +4 | 21 | | A06 My manager recognises when I have done my job well | 80 | 76 | +4 | 20 | | C22 I am sufficiently challenged by my work | 79 | 76 | +3 | 26 | | A09 I think that my performance is evaluated fairly | 65 | 63 | +3 | 30 | | A02 My manager is considerate of my life outside work | 80 | 77 | +3 | 33 | | I48 I feel valued for the work I do | 65 | 62 | +2 | 39 | | G39 The people in my team can be relied upon to help when things get difficult in my job | 84 | 83 | +2 | 29 | | D32 I achieve a good balance between my work life and my private life | 70 | 68 | +2 | 37 |

## Comparison against other organisations

| Questions | ORR 2009 % Positive | Civil Service 2009 % Positive | Difference from Civil Service 2009 | Your position out of 96 orgs | |---------------------------------------------------------------------------|----------------------|-------------------------------|-----------------------------------|-----------------------------| | C21 I am interested in my work | 91 | 90 | +1 | 37 | | A04 My manager helps me to understand how I contribute to ORR's objectives| 60 | 59 | +1 | 37 | | B17 When changes are made in ORR they are usually for the better | 27 | 25 | +1 | 46 | | G40 The people in my team work together to find ways to improve the service we provide | 79 | 79 | +1 | 43 | | B12 Directors and deputies in ORR are sufficiently visible | 45 | 45 | 0 | 46 | | H43 Learning and development activities I have completed in the past 12 months have helped to improve my performance | 52 | 51 | 0 | 45 | | B19 I have the opportunity to contribute my views before decisions are made that affect me | 34 | 34 | 0 | 46 | | I47 I am treated with respect by the people I work with | 85 | 85 | 0 | 45 | | B14 I believe the board has a clear vision for the future of ORR | 37 | 36 | 0 | 48 | | B15 Overall, I have confidence in the decisions made by ORR's directors and deputies | 35 | 36 | 0 | 49 | | D28 I have clear work objectives | 72 | 72 | 0 | 52 | | A08 The feedback I receive helps me to improve my performance | 56 | 57 | -1 | 54 | | D29 I have the skills I need to do my job effectively | 86 | 87 | -1 | 64 | | H42 I am able to access the right learning and development opportunities when I need to | 61 | 63 | -1 | 55 | | C24 I feel involved in decisions that affect my work | 53 | 56 | -3 | 54 | | K55 I believe that directors and deputies in ORR will take action on the results from this survey | 33 | 37 | -4 | 57 | | I46 I am treated fairly at work | 74 | 79 | -5 | 74 | | B16 I feel that change is managed well in ORR | 22 | 27 | -5 | 68 | | D26 In my job, I am clear what is expected of me | 76 | 81 | -5 | 79 |

## Comparison against other organisations

| Questions | ORR 2009 % Positive | Civil Service 2009 % Positive | Difference from Civil Service 2009 | Your position out of 96 orgs | |---------------------------------------------------------------------------|---------------------|-------------------------------|-----------------------------------|-----------------------------| | J54 ORR motivates me to help it achieve its objectives | 33 | 38 | -6 | 62 | | D30 I have the tools I need to do my job effectively | 66 | 72 | -6 | 72 | | B11 I feel ORR as a whole is managed well | 34 | 40 | -7 | 66 | | A10 Poor performance is dealt with effectively in my team | 31 | 38 | -7 | 83 | | J53 ORR inspires me to do the best in my job | 33 | 40 | -7 | 73 | | H45 Learning and development activities I have completed while working for ORR are helping me to develop my career | 37 | 44 | -7 | 72 | | J51 I would recommend ORR as a great place to work | 41 | 48 | -8 | 66 | | D27 I get the information I need to do my job well | 56 | 63 | -8 | 73 | | E35 I understand how my work contributes to ORR's objectives | 74 | 82 | -8 | 78 | | B13 I believe the actions of directors and deputies are consistent with ORR's values | 30 | 39 | -9 | 68 | | H44 There are opportunities for me to develop my career in ORR | 30 | 39 | -9 | 75 | | B18 ORR keeps me informed about matters that affect me | 46 | 56 | -9 | 68 | | E34 I have a clear understanding of ORR's objectives | 68 | 78 | -10 | 76 | | E33 I have a clear understanding of ORR's purpose | 75 | 84 | -10 | 76 | | B20 I think it is safe to challenge the way things are done in ORR | 29 | 39 | -11 | 78 | | J52 I feel a strong personal attachment to ORR | 30 | 45 | -16 | 88 | | I49 I think that ORR respects individual differences (e.g. cultures, working styles, backgrounds, ideas etc) | 53 | 71 | -18 | 91 | | J50 I am proud when I tell others I am part of ORR | 36 | 56 | -19 | 84 | Appendix 1: participating organisations

The organisations that have taken part in the survey are:

Accountant in Bankruptcy Advisory, Conciliation and Arbitration Service Animal Health Attorney General's Office Buying Solutions Cabinet Office Central Office of Information Centre for Environment Fisheries and Aquaculture Science Child Maintenance and Enforcement Commission Communities and Local Government Companies House Criminal Injuries Compensation Authority Criminal Records Bureau Crown Office and Procurator Fiscal Service Crown Prosecution Service Debt Management Office Department for Business, Innovation and Skills Department for Children, Schools and Families Department for Culture, Media and Sport Department for Environment, Food and Rural Affairs Department for International Development Department for Transport Department for Work and Pensions Department of Energy and Climate Change Department of Health Disclosure Scotland Driver and Vehicle Licensing Agency Driving Standards Agency Export Credits Guarantee Department FCO Services Fire Service College Food and Environment Research Agency Food Standards Agency Foreign and Commonwealth Office General Register Office for Scotland Government Car and Despatch Agency Government Equalities Office Government Office Network Highways Agency Historic Scotland HM Courts Service HM Crown Prosecution Service Inspectorate HM Inspectorate of Education HM Revenue & Customs HM Treasury Home Office Identity and Passport Service Intellectual Property Office Jobcentre Plus Land Registry Marine and Fisheries Agency Maritime and Coastguard Agency Meat Hygiene Service Medicines and Healthcare products Regulatory Agency Ministry of Defence Ministry of Justice National Measurement Office National Offender Management Service National Savings & Investments National School of Government Office for National Statistics Office of Fair Trading Office of Government Commerce Office of Rail Regulation Office of the Public Guardian Office of the Scottish Charity Regulator Ordnance Survey Pension, Disability and Carers Service Registers of Scotland Rural Payments Agency Scotland Office Scottish Housing Regulator Scottish Public Pensions Agency Serious Fraud Office Social Work Inspection Agency Student Awards Agency for Scotland The Health and Safety Executive The Insolvency Service The National Archives of Scotland The Planning Inspectorate The Royal Parks The Scottish Government The UK Hydrographic Office Transport Scotland Treasury Solicitor's Department Tribunals Service UK Border Agency Valuation Office Agency Vehicle and Operator Services Agency Vehicle Certification Agency Veterinary Laboratories Agency Veterinary Medicines Directorate Wales Office Wilton Park Executive Agency Appendix 2: technical information

% Positive This represents the proportion of respondents who ticked ‘agree’ and ‘strongly agree’ combined.

Anonymity ORC International belongs to the Market Research Society and is bound by their strict code of conduct and confidentiality rules, and therefore cannot allow the breakdown of groups to the extent where the anonymity of individuals may be compromised. Groups where less than 10 people responded will not be analysed or receive a report. However, their data will contribute to the scores for parent units they belong to and ORR scores overall.

Rounding Percentages are presented as whole numbers for ease of reading. To give maximum accuracy, rounding is performed at the last stage of calculation. Values from .00 to .49 are rounded down and values from .50 to .99 are rounded up. If you perform calculations using rounded figures, these may differ slightly from our calculations. For example, if you add together the % Strongly agree, % Agree, % Neither, % Disagree and % Strongly disagree these may not total exactly 100%.

Worked Example Percentage scores

| Number of responses | Strongly agree | Agree | Neither agree nor disagree | Disagree | Strongly disagree | Total | |---------------------|----------------|-------|---------------------------|----------|------------------|-------| | 151 | 166 | 176 | 96 | 24 | 613 | | Percentage | 24.63% | 27.08%| 28.71% | 15.66% | 3.92% | 100.00%| | Displayed rounded percentages | 25% | 27% | 29% | 16% | 4% | 101% |

Number of positive responses = (151+166) = 317 % Positive score = 317/613 = 52%

Civil Service 2009 The Civil Service 2009 benchmark score is the median score across all organisations that have taken part in the 2009 Civil Service People Survey (see Appendix 1 for a list of these organisations).

High Performance Benchmark (BM) This is the top 24 scoring organisations that have taken part in the 2009 Civil Service People Survey (see Appendix 1). Appendix 2: technical information

The “Employee Engagement Index”

The survey includes five questions that make up the engagement index (J50-J54). The index score represents the average level of engagement in the unit such that 0 on the index represents all respondents saying they strongly disagree to all five engagement index questions and 100 represents all respondents saying they strongly agree to all five engagement index questions.

The 9 Driver Themes

Many questions asked in the survey are related to each other and arranged into themes accordingly. The nine driver themes are labelled A to I throughout the report. Questions outside the engagement model and therefore not included in the driver themes include your organisation’s local questions; as well as question groups K (Taking action), L (Discrimination, harassment and bullying), M (Data Security), N (The Civil Service Code) and O (Your plans for the future).

The “Key drivers of engagement”

While the engagement index shows the average level of engagement, it does not show what you can do to improve engagement. A statistical technique, stepwise regression, is used to identify which of the engagement driver themes (themes A to I) influence the engagement levels of your staff. The themes which are identified as having an impact on engagement levels are called key themes; the top three themes are the most important and should be the focus for action. All levels of engagement are measured (low through to high), and key driver themes can have both positive and negative impacts on engagement. Therefore, improvements in perceptions of the key driver themes will improve average engagement levels, likewise, a worsening of perceptions of the key driver themes will have a negative effect on average engagement levels.

"Impact on engagement"

The bar chart on the front page shows the impact on engagement for the key driver themes. The percentages give an idea of the relative importance of the individual themes. For example, a theme with a 40% impact rating is twice as important as a theme with a 20% impact rating. Note, percentages are not intended to sum to 100.

"Theme score (% positive)"

This percentage represents the number of positive responses (agree/strongly agree) to questions in the theme as a proportion of all responses to questions in the theme.

Further information

For further details about the statistical analysis presented in this report please refer to your organisation’s survey project team.